Policy Text
\n\n--- Page 1 ---\n\nSEMINOLE COUNTY SHERIFF'S OFFICE NUMBER:
G - 29
GENERAL ORDER
RESCINDS:
SUBJECT: Employee Leave Provisions
EFFECTIVE: November 14, 1994
REVISED: July 23, 2025
Table of Contents:
I. Purpose
II. Attendance Provisions
III. Administrative Leave
IV. Personal Time-Off Program
V. Employees’ Temporary Disability Bank
VI. Military Leave
VII. Bereavement Leave
VIII. Holidays
IX. Jury Duty/Witness Duty Leave
X. Suspension Without Pay
XI. Workers’ Compensation
XII. Family and Medical Leave
XIII. Domestic Violence Victim Leave
XIV. Light/Restricted Duty Status
XV. Workplace Lactation Policy
I. PURPOSE
It is the policy of the Sheriff’s Office to require all members to report for work punctually as scheduled, and to work
all scheduled hours and any required overtime. Excessive tardiness and poor attendance disrupt workflow and service
to the community and will not be tolerated. The purpose of this policy is to set forth established guidelines for
attendance and various types of leave provided.
NOTE: It is the responsibility of employees who have assigned vehicles to refer to General Order #8 (Vehicle
Management), Section IV, Subsection F, regarding the requirement to surrender an assigned vehicle when using the
various types of leave provisions granted under this policy.
II. ATTENDANCE PROVISIONS:
A. Workday and Work Period:
1. A work period shall be determined by the position classification of the employee and is defined
in General Order #30, Chapter III.
2. An employee’s scheduled work times throughout the work period and the workday is determined
by the work programs of the division. For example, sworn Deputies assigned to Seminole
Neighborhood Policing typically have a workday of 12.25 hours, whereas clerical personnel
assigned to Seminole Neighborhood Policing typically have a workday of 8 hours.
GENERAL ORDER
Employee Leave Provisions
GO # 29 PAGE 1 OF 21\n\n--- Page 2 ---\n\n3. If an employee begins work before midnight (0000 hours/12:00am) and continues into the next
day the entire shift will be deemed to have been worked on the day in which the shift began.
4. Members may not work or schedule to work a combination of regular, overtime, outside
employment, and/or extra duty detail hours exceeding sixteen (16) hours in any rolling 24-hour
period. Additionally, members must have a rest period of eight (8) consecutive hours during the
same 24-hour period. Exceptions may be made in emergency situations, however, a supervisor
holding the rank of Lieutenant/Manager or higher must approve any extension beyond the 16
hours.
5. Chiefs are authorized to establish the time and duration of working hours provided the total
scheduled work period hours are consistent with the position classification. Each Division shall
maintain written records of work schedules to include approved start and stop time, days of week
scheduled, and length of meal period.
6. Chiefs and Captains/Directors are authorized to establish position specific requirements that
ensure employees can be reached outside of their normally scheduled work hours. Typically, such
critical positions will also require the issuance of an agency cell phone. If so, employees can be
required to keep their issued cell phone with them and respond to calls within one hour (or less
based on position responsibilities) of being contacted. This requirement can be established as
part of a job description or on an as needed basis in accordance with G-19 Incident Command
System and Mobilization Plan.
7. Employees are required to be at their assigned positions for the total hours in their prescribed
workday or scheduled shifts; unless absence is authorized in accordance with established
policies.
8. Absences shall be properly recorded and reflected on the official payroll and charged to the
employee's leave record where applicable.
B. Absenteeism/Reporting or Calling In:
1. It is the employee's responsibility to submit a written leave request to their immediate supervisor
and obtain prior approval for all scheduled leave, with or without pay.
2. It is the employee’s responsibility to notify their immediate supervisor as far in advance as
possible whenever they are unable to report to work, know they will be late, or must leave early.
Such notification should include the reason for the absence and an indication of when the
employee can be expected to report for work. Notification may be made electronically (e.g.,
text message or email); however, if the employee does not receive acknowledgement from their
supervisor within one hour of sending the message, the employee must follow up with telephone
contact to ensure the message was received.
3. In cases of unforeseen illness or emergencies, employees must notify their immediate supervisor
prior to the start of any scheduled work period or prior to leaving their work assignment.
Notification may be made electronically (e.g., text message or email); however, if the employee
does not receive acknowledgement from their supervisor within one hour of sending the
message, the employee must follow up with telephone contact to ensure the message was
received.
4. Failure of an employee to report to work or make timely notification to their immediate supervisor
to obtain approval of leave, shall be grounds for denial of paid leave and may be cause for
disciplinary action up to and including termination.
5. Employees who fail to report to work or fail to call in for three (3) consecutive workdays shall be
considered to have voluntarily resigned without notice. No separation benefits will be paid to the
employee under these circumstances. The Sheriff shall be notified in this instance by the Chief.
GENERAL ORDER
Employee Leave Provisions
GO # 29 PAGE 2 OF 21\n\n--- Page 3 ---\n\nC. Tardiness:
1. Employees are expected to report to work at their scheduled time and to return from breaks at
their scheduled time.
2. If an employee fails to report for work on time or fails to return from a scheduled break on time,
it shall be at a Lieutenant/Manager's discretion to determine what action shall be taken.
3. Excessive tardiness may result in disciplinary action up to and including termination.
4. If tardiness results in failure of the Division to use the employee at a work site, the employee may
be sent home by the immediate supervisor for the remainder of the workday with such time
charged to the appropriate paid leave or leave without pay, at the discretion of the Chief. The
supervisor shall notify the Chief who may initiate a Supervisory Inquiry to determine the extent
of the problem and to determine if disciplinary action, up to and including termination, is
necessary.
D. Leave Without Pay (“LWOP”):
1. Employees may be afforded LWOP after all their paid leave has been exhausted.
2. LWOP is generally afforded in emergency circumstances such as:
a. Illness of the employee or an immediate family member which are temporary in
nature,
b. Death of an immediate family member more than leave granted in accordance with
Chapter VI below,
c. For members of the military reserve or National Guard who have been activated in
accordance with Chapter V below,
d. For uncovered portion of approved Domestic Violence Victims Leave in accordance
with Chapter XII below,
e. For uncovered portions of approved Family and Medical Leave in accordance with
Chapter XI below, or
f. Other emergency situations as determined by the Director of Human Resources.
3. LWOP requests are made by the employee to the Captain/Director who shall consult with the
Director of Human Resources before approval of any LWOP absences occurring for move than
3 consecutive days, to ensure consistent application of the Sheriff’s Office leave provisions.
4. Leave without pay shall be reflected on the official payroll records.
III. ADMINISTRATIVE LEAVE:
A. Eligibility for Administrative Leave:
Full-time employees who are in a position designated as exempt from the overtime provisions of the Fair
Labor Standards Act are eligible f